EMPLOYEE ENGAGEMENT PLANS

What is Employee Engagement ?

Employee engagement is a step ahead than employee Satisfaction:
 Belief in the organization  Desire to work to make things better  Understanding of business context and the bigger

picture
 Respectful of, and helpful to, colleagues  Willingness to go the extra mile  Keeping up to date with developments in the field

Definition
Employee engagement involves commitment, loyalty, pride in the organization, a willingness to advocate for the organization, and a sense of personal responsibility. Like satisfaction, employee engagement is changeable. It is capable of being greatly influenced and thus can vary considerably among organizational units, among companies, and over time.

Why Engage: Value Proposition

 Linkage with business results
 Hewitt Study: High positive correlation between engagement scores & Total Shareholder Return/ sales growth  Towers Perrin Study: 17% higher operating margins  Mercer Study: Increase in employee engagement reduced employee turnover by 3% and resulted in ROI of $3 million  Great Places To Work Institute & Russell Investment Group: Stock market performance of best employers in US outperforms major stock indices  Employee engagement is directly proportional to Organizational growth or Organization's Success.

Diagnostic tool for employee engagement includes:

-Training -development -career -performance appraisals -performance management -communication -equal opportunity -fair treatment -pay -benefits -health -safety -cooperation -family orientation -friendliness -job satisfaction etc which helps to create -feeling valued and involved which is -ENGAGEMENT.

SOME USEFUL COMPANY ENGAGEMENT PROGRAMS INCLUDE:

*A weekly or monthly column, should be written by CEO/GM, on the intranet with company announcements , programs etc. *Online real-time tracking of progress. Employees can view company progress towards targets / goals. *Provide long-term strategic vision for business growth. *Employee suggestion systems / quick responses. *Replay on the intranet about the CEO's/GMs press conference. *Live version of internal house magazine. *CEO/GM should spend time in face-to-face communication with staff *Daily Co-ordination Meeting with Head Of the departments

Contd.

Contd.
*CEO/GM based FAQ questions on company business. *ONLINE "ask the CEO/GM" mailbox. *Monthly staff awards *annual staff awards *Weekly blog related to serious business issues and staff to read / comments. *Appointment of disaster management team *appointment of emergency management team *problem solving committee. *Quality assurance committee.

Listening to employee ideas, acting on employee contributions and actively involving employees in decision making are essential to employee engagement. What they (employees) want from their managers:
Focus me Know me Care about me Hear me Help me feel proud Help me review my contributions Equip me Help me see my value Help me grow Help me see my importance Help me build mutual trust Challenge me

And how do you do that?

Provide feedback and guidance Make real time to discuss problems Seek ideas and input from everyone Provide the resources to solve problems or to do a job well Give real recognition and/or reward Provide opportunities for people to develop their potential Keep the pressure to perform and achieve more with less realistic Provide opportunities for social interaction Train people how to resolve interpersonal conflicts Promote joy and appropriate humor within the office

Be flexible; help people to actively balance work and home responsibilities

A Few Activities to be Done towards employee engagement:

Employees and Their Families - Family Day Treating employees as a member of the company by giving a day off on their Birthday and anniversaries Provide play and Meditation courts for the employees to combat the work stress. Employee of the month or Annual awards Employees Kids participating in Painting Competition Festival Celebration Eid Millan Party contd.

Contd.
Training Session Self-Management Workshop Art of Living Create a culture of fun & spark at work Promote & recognize team performance, system adherence, Excellence in execution along with consequence management Evolve an employee friendly & business focused policies, Processes & systems with high degree of automation

Conclusion: 10 Engagement Commandants

1. Strong leadership to build confidence in employees 2. Robust and employee friendly systems, processes & programs 3. Communication, including periodically sharing of future plans of the organization 4. Open, fair and transparent work environment 5. Defined goals and expectations 6. Better support from immediate manager 7. Focus on employee development 8. Rewards and recognitions for the good performance 9. Competitive compensation and benefits 10.Work life balance & fun at work place

Are we Engage????